Labour Code amendment on mobbing, discrimination, equal treatment and protection of personal rights enters into force on 5 November 2026. At the same time, the act provides for a six-month adaptation period for employers. Such a prolonged span of time can cause a false sense of non-urgency, as if organisations might continue business as usual until May 2027, when the adjustment period will be up. Proper planning and deployment of actions to prepare an organisation for new rules is worth explaining, especially as regards both deadlines from the act.

Employees’ mistakes can lead to sizeable financial losses: from equipment damage to the entrusted property coming up short to the actions detrimental to the company’s customers or contractors.

For quite a few months and with many controversies flaring, we’ve been witnessing the legislative process for the reform of State Labour Inspection (PIP) powers. Ultimately, the Polish legislator had adopted new regulations and the president signed the bill.

For quite a few months and with many controversies flaring, we’ve been witnessing the legislative process for the reform of State Labour Inspection (PIP) powers. Ultimately, the Polish legislator had adopted new regulations and the president signed the bill.

Currently, the Polish parliament is busy with legislative work on the government’s draft bill to update regulations on the principle of equal treatment in employment and on counteracting behaviour similar to mobbing.

Polish labour inspection redesign, in the pipeline since the autumn of 2025, has been an extremely thorny issue from its very beginning. In the first days of 2026, the proceedings on were abruptly stopped.